Hopefully the previous parts to this triology have been helpful. In some ways, it’s interesting that so much of what we deal with in the good ol’ USA is being experienced around the world. This I can confirm as I’ve worked with owners and leaders throughout Europe, parts of South America, Indonesia, and Australia. My recent trip to New Zealand was my third in the past 10 years. So many contractors I met there often trek to the USA to attend shows like the World of Concrete, International Roofing Conference, and yes, even PAVE/X this past spring in San Antonio.
Perhaps the more interesting insight I discussed with several contractors in New Zealand was the focus a labor pool that has, for many in construction, simply been overlooked.
Construction has always been “open” to women working but the key word here is “open.” Yes, we are open to having a women apply for a job, maybe the front receptionist, maybe a safety manager, and maybe even a truck driver, but who has actually heard of a women who applied for a laborer’s position, a paving operator, roller “man,” even a shovel or rake “man.” OK, OK, I know a few companies in the States who have a woman handling some of these roles but I’m telling you, in New Zealand, they are pursuing women for such roles.
Here are some of the benefits that contractors shared with me, including:
- Women who apply are apt to show more dedication as they want to prove themselves.
- Many women show a greater interest in learning.
- Most women usually have a greater work ethic when working.
- Most women look for something to do when they are done completing a task.
- Most women simpy have a better eye for detail, quality, and want to see the job done well.
- Most women work well in a team-like environment and simply want mutual respect.
Now, you may think me crazy, but isn’t this what we want from any employee, male or female, black, brown, or white, beer drinker or ice tea drinker? If we are serious about running a profitable business, and I know we are, do we really care what the sex is that is operating a paver, a roller, or raking out the larger stones? Of course we don’t! We just want workers to seek production that is quality, safe, and profitable!
So, what are these same contractors doing to attract and keep more …women? Here are a few tips that I picked up.
- Place specific job ads that emphasize a great opportunity for women interested in a career in construction. Be sure to include the training that will be provided for less experienced applicants.
- Attend and/or sponsor a booth at “job fairs” with an emphasis on women in construction.
- When a woman applies focus on the same questions you would normally ask men. Don’t ask them if they have kids, are they planning on having kids, do they have a baby-sitter? Would you ask these questions of men? NO! So, don’t ask a woman.
- Like any good training, be sure to follow-up with anyone that is hired asking questions about “How are you doing? What can I do to assist you to learn? Are you open to a few hours of training on the weekend?
- Encourage your hired women not to give up if they are sore from lifting, that every worker experiences soreness and that they will soon grow into the proper technique that can save them some of the soreness.
- When you find a woman who is showing promise, always check to see if they might have a friend or past co-worker who might like the same opportunity.
- Give women a chance to operate or perform tasks that you may have only thought a man could do; you will be surprised.
I must admit, as I speak around the United States, I am finding more contractors waking up to the need to start developing a recruiting reputation with women. This changes the picture drastically for the contractors who are not blinded by the “only men can do this job,” mentality. You may just be limiting the opportunity to grow your workforce with women who may be some of your best answers for a profitable future.
Here's to hiring the best worker…no matter their DNA!
